Can "Cloud Recruitment" Really Employment

  In 2021, the number of college graduates in my country will exceed 9 million for the first time, reaching 9.09 million.

At the same time, affected by the new crown pneumonia epidemic, “cloud recruitment” is gradually being upgraded from “guerrilla” to “regular army”, becoming the main recruitment method for employers.

Can this new recruitment model effectively meet the needs of job seekers and employers?

"Cloud Recruitment" has become standard

  On December 2, 2020, on the day of the 2021 National College Graduate Employment and Entrepreneurship Promotion Action held in Wuhan, Hubei, more than 500,000 jobs were simultaneously pushed to college graduates across the country through the online platform.

  Xiao Liu, an undergraduate graduate from a university in Taiyuan, Shanxi, found a job through “Cloud Recruitment”. He recognized this recruitment method: “The previous graduates were in a hurry during the graduation season. The city participated in the presentation. Now, I only need to be in school to complete these tasks, which makes me more prepared when applying for a job."

  Xiao Huang, a graduate of Shandong University with a master's degree in journalism, believes that she can participate in video interviews in the dormitory without the scene of competing on the same stage with competitors, which effectively relieves her tension and helps her be more calm and confident.

  Some employers are also positive about the new changes brought about by "cloud recruitment".

Manager Chen, who is in charge of personnel work at an educational institution in Beijing, said that online recruitment not only covers a wider area, but also saves a considerable amount of recruitment costs for enterprises.

  "Before limited by time and funding, we could only hold one or two presentations in some cities, covering only a few hundred students at most." Manager Chen told Banyuetan reporters, but now, students are highly motivated to participate in online presentations. , After the announcement of the announcement time, the number of participants on that day can reach ten times or even dozens of times in the past, and the company has more time for follow-up screening.

New problems arise

  "Cloud Recruitment" breaks through space constraints, reduces job search and recruitment costs, and brings convenience to graduates and employers, but also faces some difficulties.

  ——Incomplete understanding of each other.

The low cost of "cloud recruitment" has significantly increased the behavior of "overseas investment" of resumes. Graduates do not have the patience to have a deep understanding of each employer and the position delivered, resulting in an increase in the turnover rate after entry.

In addition, the observation of job applicants in online interviews is not intuitive, which can easily lead to deviations in the judgment of the interviewer.

"For example, in the group interface, due to network delays, it is common to interrupt and interrupt each other, and it is impossible to judge the true intentions of job applicants; and during offline interviews, these details will be included in the scope of inspection." Manager Chen said.

  -The increase in options has led to an increase in the rejection rate.

Many personnel managers said that in the past, job applicants who came for interviews were generally neatly dressed and sincere, while job applicants who participated in online interviews were more relaxed and often refused their visas even when they received an offer (hiring notice).

  ——Some companies cancel the contract after deliberately making multiple offers.

In order to avoid being in a passive situation in recruitment, some companies issue a large number of offers in advance, and terminate the contract with “unqualified” persons during the subsequent training or evaluation period.

"The purpose of this is to lock in job applicants as soon as possible to control the right to choose. But this will make many job applicants who are terminated will waste a lot of time and miss the opportunity to apply for other companies." Manager Chen said.

All parties work together to solve the problem

  Under the circumstance that the pressure of the international epidemic remains unabated and local domestic epidemics occur from time to time, "cloud recruitment" will continue to develop for a period of time in the future, and only the joint efforts of multiple parties can better play its role.

  Many employers’ recruiters said that in the era of “cloud recruitment”, graduates should keep their eyes open and conduct research in the face of dizzying companies and positions.

At the same time, employers should conduct offline interviews when conditions permit to supplement the limitations of online interviews, carefully select candidates and issue offers.

  Regarding the phenomenon of some companies deliberately making multiple offers and then canceling their contracts, Zhang Xingshui, the chief lawyer of Beijing Jingding Law Firm, said that since the two parties have not yet formed a labor contract, the current law does not clearly restrict this behavior. This situation should be paid attention to and supervised to guide companies to respect job seekers’ fair job hunting rights, protect their basic rights, and avoid wasting valuable job hunting time.”

  Half a month to talk about reporters: Xie Yuan